Isms in Health Care Human Resources: A Concise Guide to Workplace Diversity, Equity, and Inclusion

by Darren Liu, Betty Burston, Shartriya C. Stewart, Heidi H. Mulligan

Overview

Isms—typically defined as harmful and discriminatory philosophies or views—are a threat to human unity and may affect outcome maximization in healthcare workplaces. Isms in Health Care Human Resources: A Concise Guide to Workplace Diversity, Equity, and Inclusion lays a foundation in which readers can become familiar with diversity, equity and inclusion issues in the workplace and gain an understanding of how isms in health care can reduce output and elevate costs. After providing an overview of isms in healthcare and other workplaces, this concise text closely examines various isms, from central tendancyism and sexualism to IQism and heterosexism while covering a range of other isms. It then proposes strategies for intermediation for healthcare administrators in order to guide them in reducing isms in the workplace and, in turn, maximizing output. Key Features: • Thorough discussion of relevant current events and hot topics, including the Me-Too Movement and the growing advocacy for LGBTQ communities. • Well-supported by extensive data & research on diversity, equity and inclusion in healthcare marketplaces. • Concise length and focus on diversity, equity, and inclusion makes this text an excellent resource for any Health Care Human Resources or Organizational Leadership course. • Instructor resources include an additional PowerPoint presentation on “Reducing Sexual Harassment in the Workplace by Unraveling its Causes” and a test bank that assesses Level 1, Level 2, and Level 3 healthcare administration competencies.

Product Details

ISBN-13:	9781284201802
Publisher:	Jones & Bartlett Learning
Publication date:	09/02/2020
Edition description:	New Edition
Pages:	150
Product dimensions:	5.90(w) x 8.90(h) x 0.40(d)

About the Author

Darren Liu received his DrPH (Doctor of Public Health) and biostatistics MS from the University of Pittsburgh Graduate School of Public Health. He completed his BS in public health and MHA in health administration in Taiwan. He teaches both MPH and MHA programs in the areas of health and healthcare disparities, organizational behavior and management, population health, long-term care administration, healthcare leadership, and epidemiology. He has taught and developed a variety of courses at both graduate and undergraduate level over the past 10 years at 4 different universities as a full-time faculty member.

Betty (Rush, Collier, Watson, Arrington) Burston “skipped” 2nd and 12th grades and entered college at the age of 16. Almost immediately, she met now Congressman John Lewis and became active in the Civil Rights movement. Subsequently, she became an active member of the Revolutionary Action Movement (RAM). During her senior year as an undergraduate, she enrolled in the 16 credits that comprised her last semester at Fisk University and in 19 semester hours at Tennessee State University in order to take courses that were simply fulfilling to her interests. She was awarded a Woodrow Wilson Fellowship and enrolled in a Ph.D. program at Cornell University. She subsequently accompanied her husband, one of the first African American graduates of Vanderbilt University, to Maryland when he enrolled in the University of Maryland Medical School. At that time, despite being the mother of two children and pregnant with a third child, she simultaneously enrolled full-time in a doctoral program at American University and in a full-time M.A. program in African Studies at Howard University. These experiences led to her decision to become a transdisciplinary researcher. She credits her familiarity with multiple disciplines and her experience in two different “movements” in the 1960s as the foundation that allows her to view Diversity, Equity, and Inclusion from a uniquely different set of lenses.

Heidi Houston Mulligan is truly a Renaissance woman. Always an avid reader and a person of complex interests, she opened her own consulting business upon the completion of her college degree. Her company, A Woman of A Thousand Words, has completed consulting projects for the National Medical Association; Health Care Dynamics International; Health Resources Management; University of Texas Health Care Center; the Californian Hispanic Commission; Community Harvest Charter School; Howard University Hospital, Minority Organ and Tissue Transplant Program; and numerous others.

Table of Contents

Preface vi

Foreword x

Chapter 1 Isms in Healthcare and Other Workplaces: An Overview 1

Introduction: An Overview of the Demographic Composition in Healthcare Workplaces 1

Beyond Race/Ethnicity and Gender 7

Ageism 7

Lookism 10

Other Workplace "Isms" 11

Haw Isms in Healthcare and Other Workplaces Affect Productivity 12

Definitions of Isms 13

A Portrait of Healthcare Workplaces 15

The History of Isms in American Labor Markets 23

Human Differences in Healthcare Workplaces 25

Earning Differentials 29

Diverse Worker Characteristics and Outcome Maximization 30

Summary 32

Wrap-Up 33

Review Questions 33

Key Terms and Concepts 33

References 33

Chapter 2 What Is Central Tendencyism and How Does It Affect Healthcare and Other Workplaces? 40

Introduction: Human Behavior and Healthcare Workplaces 41

Uncivil Behaviors in the Workplace 43

Introducing…Behavioral Central Tendencyism 44

Isms, Incivilities, Healthcare Workplaces, and Output Maximization 46

Summary 49

Wrap-Up 50

Review Questions 50

Key Terms and Concepts 51

References 51

Chapter 3 Sexualism: Reducing Sexual Harassment in Healthcare Workplaces 53

Introduction: Sexualism as the Framework for All Sexual Behaviors 53

Sexualism 54

The Role of Propinquity in Transforming Sexualism into Sexual Harassment 55

Sexual Harassment as Defined by Title VII of the Civil Rights Act of 1964 56

Sexual Harassment in Healthcare Workplaces 60

Sexual Harassment in Non-Hospital Healthcare Workplaces 63

Current Research Regarding the Causes of Sexual Harassment in Healthcare and Other Workplaces 64

Solutions to Sexual Harassment in Healthcare and Other Workplaces 65

Summary 69

Wrap-Up 70

Review Questions 70

Key Terms and Concepts 70

References 70

Chapter 4 IQism in Healthcare Workplaces and Output Maximization 74

Introduction: Measuring Cognitive Skills 74

IQism in Healthcare Workplaces 75

IQism as a Source of Conflict in Healthcare Workplaces 76

Understanding Workplace Interactions through the Lenses of IQism 77

Gifted Individuals in Healthcare and Other Workplaces 78

Talent Management and IQism 80

How Gifted Workers Can Enhance Output Maximization in a Healthcare or Other Workplaces 81

IQism and "Special Education" Adults in Healthcare and Other Workplaces 87

Maximizing Output by Hiring the Optimal Mix of Gardner's Intelligences 89

Summary 90

Wrap-Up 90

Review Questions 90

Key Terms and Concepts 91

References 91

Chapter 5 Heterosexism in Healthcare and Other Workplaces 94

Introduction: Understanding the Concept of Heterosexism 94

Heterosexism in Workplaces 95

The LGBT Population and Healthcare Workers 96

Strategies to Support Output Maximization in Healthcare and Other Workplaces Characterized by Heterosexism 100

Measuring the Impact of a Workplace Edutainment Heterosexism Behavioral Change Intervention: One Recommended Approach 108

Summary 110

Wrap-Up 110

Review Questions 110

Key Terms and Concepts 110

References 111

Chapter 6 Reducing Isms as Barriers to Output Maximization in Healthcare and Other Workplaces 116

Introduction: Documented Cases of Isms in Healthcare Workplaces 116

Reducing Isms in Healthcare Workplaces: Strategy #1: The Role of the EEOC 119

Reducing Isms in Healthcare Workplaces: Stategy #2: The Critical Role of the Analysis of the Risk of "Isms" 123

Step #1 Assess Implicit Bias in Your Healthcare Workplace 129

Step #2 Implement Training in the Workplace that Contexts the Need for Behavioral Change 131

Reducing Isms in Healthcare Workplaces: Strategy #3 - Defining Augmented Roles for Human Resources Managers, Healthcare Administrators, Managers, and Employees 138

Reducing Isms in Healthcare Workplaces: Strategy #4 - The Issue of Clothing and Hairstyles 142

Summary 143

Wrap-Up 144

Review Questions 144

Key Terms and Concepts 144

References 145

Chapter 7 Epilogue: Where Do We Go from Here? 149

References 151

Glossary 153

Index 156